Complaints may be filed by current employees, former employees or applicants for employment who believe that discrimination in employment has occurred or that an employment practice has or will result in discrimination. Complaints on behalf of classes of individuals are also permitted. (Those filing complaints will be referred to as complainants.) A complaint of general discrimination in employment practices also may be filed by an organization for current employees, former employees or applicants for employment, provided that upon request of the vice provost of extension, the organization furnishes the names of individuals who are affected adversely by those practices.

A complaint is defined as

An employee's, former employee's or employment applicant's expressed dissatisfaction with, and request for redress from, discrimination on the part of management that has affected the individual personally; or

General discriminatory practices by an organization.

Complaints should be in writing, signed by the complainant or an authorized representative, and should contain the complainant's name and address and describe the public entity's alleged discriminatory action.
Direct complaints to one of the following offices:

Complaints may also be sent to agencies designated to process complaints under the regulation, or to agencies that provide federal financial assistance to the program in question.

Complainants may file an informal or formal complaint. (Proper procedures and forms for complaints follow below.) Complainants are encouraged to use informal means to resolve complaints before pursuing a formal complaint.

EEO counseling

Equal Employment Opportunity counseling is available to current and former employees and applicants for employment who believe they have been discriminated against because of race, color, religion, sex, sexual orientation, age, disability, national origin or status as a protected veteran.

EEO counseling serves as a link between University of Missouri Extension administration and employees, former employees and applicants for employment in the discrimination complaint process. As the first point of contact, counselors attempt to resolve problems brought to their attention and assist administrators in resolving informal complaints through interviews and inquiries.

The employee can also file a complaint directly with the USDA:
USDA Office of Civil Rights, Director
Room 326-W, Whitten Building
14th and Independence Ave., SW
Washington, DC 20250-9410

Finally, the employee may file an informal complaint with the extension AA/EEO officer.
Before beginning this process, the EEO counselor should refer the individual to the appropriate Web page that describes university policies and the grievance process.

If the individual decides not to file a formal complaint and desires to discuss the situation further with the EEO counselor, then the EEO counselor will gather facts through interviews with appropriate individuals and examine pertinent records and documentation.

The EEO counselor may meet by phone or in person with the complainant to discuss possible solution. The EEO counselor may meet with the complainant and others involved in the complaint separately or together, at the complainant's discretion. Depending on the nature of the problem, more than one meeting may be required to gather all information and clarify possible solutions. The EEO counselor may contact the EEO officer at any time in the process to discuss pertinent issues.

The EEO counselor should complete fact-finding and meetings with all parties within a reasonable amount of time, usually within 21 days.

If the issue cannot be resolved, on the twenty-first day, the counselor must remind the complainant in writing of his or her right to work directly with the extension EEO officer or file a formal complaint of discrimination. The individual may decide at that time to stop discussions with the EEO counselor and meet with the extension AA/EEO office or file a formal complaint.

Once the situation is resolved, the EEO counselor sends a record of the informal complaint, circumstances surrounding the complaint, and description of attempts to resolve the complaint to the AA/EEO officer. This documentation must be submitted as soon as possible.

Protection of complainants, employees, witnesses and representatives from interference, intimidation and reprisal

All employees are to be free from any or all restraint, interference, coercion or reprisal on the part of the their associates or supervisors in making a complaint or appeal, in appearing as witnesses or in seeking information in accordance with these procedures. These principles apply with equal force after a complaint has been adjudicated. Should these principles be violated, the complainant may bring the facts to the attention of the AA/EEO officer so that appropriate action may be taken.